Policies about respect for human rights
Hitachi Construction Machinery group clearly establishes “Hitachi Construction Machinery Group Codes of Conduct” and “Hitachi Construction Machinery Group Human Rights Policy”, and undertakes initiatives for respecting human rights. The Hitachi Construction Machinery Group Human Rights Policy , formulated in March 2014 refers to a minimum understanding of the human rights as described in the United Nations’ International Bill of Human Rights*1 and the International Labor Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work*2. It also mentions human rights due diligence*4 based on the United Nations’ Guiding Principles on Business and Human Rights*3 and clearly stipulates the implementation of appropriate education for employees, compliance with the laws of the countries or regions in which business is conducted, and the pursuit of methods for respecting international human rights principles when there are conflicts between internationally recognized human rights and the domestic laws of individual countries and regions. “Hitachi Construction Machinery Group Human Rights Policy” has been approved by the Executive Committee and the Board of Directors. Hitachi Construction Machinery Group also urges business partners and suppliers to support this human rights policy and implement efforts to respect human rights.
In March 2015, Hitachi, Ltd. formulated Human Rights Due Diligence Guidelines, Hitachi Construction Machinery group has been working in line with these guidelines as a member of Hitachi group. Hitachi Construction Machinery group supports and respects international standards related to human rights, including respect for freedom of association and the right to collective bargaining, equal pay for equal work, the prevention of child labor and forced labor, and the prohibition of discrimination in employment and occupation, the prohibition of discrimination and harassment in business activities and focuses on the promotion of human rights education and the prevention of child labor and forced labor. In FY2015 we participated in Human Rights Workshop held by Hitachi group. This workshop was part of Hitachi group’s initiatives for human rights due diligence based on Hitachi group Human Rights Policy with advice from Shift, a U.S. NPO consulting firm, and we evaluated risks and priorities for human rights in the supply chain and confirmed measures for reducing these risks.
Moreover, we have established a whistle-blowing system for employees and advice lines for external stakeholders as part of our human rights reporting mechanisms.
The whistleblowing system regarding human rights includes a “compliance hotline” regarding compliance and a “harassment consultation desk” regarding harassment and discrimination. Hitachi Construction Machinery has set up the harassment consultation desk for each labor union branch. This consultation desk is handled by a member of the personnel department on the company side and a member of the labor union branch on the labor union side. Any allegations are taken seriously and handled confidentially and sympathetically. If allegations are confirmed, corrective action, disciplinary action, or legal action will be taken.
In FY2021, there were five harassment-related disciplinary actions for the entire Hitachi Construction Machinery Group. The results of disciplinary action cases are reported to the Executive Board and Audit Committee every business year based on reports from domestic and overseas group companies. The FY2021 results report was submitted and approved in May 2022.
∗1 Collective term for the Universal Declaration of Human Rights and International Covenants on Human Rights adopted by the United Nations General Assembly.
∗2 Includes upholding the freedom of association and the effective recognition of the right to collective bargaining, equal pay for equal work, rejecting forced labor, effective elimination of child labor, and abolition of discrimination in hiring and employment.
∗3 “Report on Human Rights and Issues of Multinational Enterprises and Other Enterprises” by then Special Representative of the Secretary-General John Ruggie.
∗4 This refers to identifying, evaluating, and responding to the actual impacts that business has on human rights; taking measures to prevent, mitigate, or provide aid for negative impacts; and continually verifying and disclosing the results of such measures.